Real practices. Real numbers. Real results.

Nothing on this page comes from an aggressive position or a gray area. It comes from four things we work on in every Direct Care practice we take on.

S-Corp election and reasonable compensation, timed correctly

This is where most of it starts. The election itself is simple; the timing and the compensation split — your W-2 salary versus your distributions — are where the money is, and both depend on how membership revenue behaves month to month.

Employer contracts structured before they're signed

An employer direct contract changes your revenue mix, your tax picture, and often your entity needs. Structured up front it compounds. Structured afterward it complicates.

Deductions that fit how a Direct Care practice actually runs

Accountable plans (reimbursing yourself for business costs, tax-free), home office, equipment and depreciation timing, the Augusta Rule (renting your home to your practice tax-free up to 14 days a year), and HSA contributions as a self-employed owner. Individually small. At Wellspring, Stand Up and Rooted, that stack was part of $32,925–$55,030 each.

Membership pricing that holds its margin

This one isn't a tax strategy at all — it's the CFO work. Wellspring's 19.6% revenue growth in 2025 came alongside the tax savings, not instead of them.